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A Guide to Working in Singapore as a Part-time Employee – Essentials That Employers Must Know
Part-time employees in Singapore are part of the local workforce, whether they are locals or foreigners employed in the role. Effectively, any person who works 35 hours or less per week and under an employment contract is considered a part-time employee in Singapore as per the local law.
The local employment laws in Singapore laid out for part-time employment covers the following areas:
- Pay rate entitled to on the employee’s rest days
- The rate of overtime pay
- The rate of public holiday pay (if employee is required to work on those days)
- The payment structure for wages received on public holidays
- The employee’s annual leave entitlements
- The employee’s maternity leave entitlements
- The employee’s sick leave entitlements
Preparing a Contract for Your Part-time Employee
As an employer, if you are preparing to hire a part-time employee in Singapore under your service, you would need to prepare an employment contract stipulating the terms and conditions. The employment contract (also referred to as a contract of service) must include the following terms:
- The employees’ basic wage on an hourly rate (excluding any allowances).
- The employees required working hours daily or per week.
- How many days in a week or month the employee is required to work.
- The employee’s gross pay rate (which includes overtime, allowances, bonuses etc).
- If the employee is entitled to bonuses, the employer must stipulate what these bonuses are separately.
- Protection for which the part-time employee is entitled to.
Other Considerations for Employers in Singapore
All employees in Singapore are protected under the Employment Act, and this includes part-time employees. Only the following professions are excluded from being covered under the Singapore Employment Act:
- Executives
- Managers
- Confidential employees
- Seamen
- Domestic workers
- Government employees
For employees who earn less than S$1,600 monthly, they are protected under the Workmen’s Compensation Act. This includes those employed as manual labourers. If an employee earns S$4,500 or less monthly (gross income), the employer must pay a Skills Development Levy.
Local employees and Permanent Employees in Singapore are eligible for CPF payments, which must be paid by the employer. This is applicable to all employees who earn more than S$50 monthly. Foreign part-time employees in Singapore under a Work Permit of Employment Pass are exempted from CPF contributions.
Full-time and part-time employees who are Singapore Citizens or Singapore Permanent Residents are protected under the relevant provisions of the Retirement Age Act. Employers will also be required to pay the Foreign Worker Levy if the part-time employee is working with an S Pass or Work Permit.
